2011

ASKARI BANK: STUDY OF HR PROCEDURES AND POLICIES

BY: MARIA JAVED FATIMA TARIQ KHURSHEED Murwat 3/17/2011

INSTITUIONAL EFFECTIVENESS AND GLOBAL GOVERNANACE (FINAL PROJECT) SUBMITTED TO: SIR NAVEED SUBMITTED BY: MARIA JAVED FATIMA TARIQ KHURSHEED MURWAT

ASKARI BANK LIMITED

INTRODUCTION
Askari Bank was incorporated in Pakistan on october 9,1991 as a public limited company. It commenced operations on April 1 1992, and is principally engaged in the buisness of banking, as defined in the banking companies ordinance 1962. The bank is listed on Karachi, Lahore and Islamabad stock exchanges.

Askari Bank has since expanded into a network of 235 branches/sub-branches, including 31 dedicated islamic banking branches, and a wholesale bank branch in Bahrain. Ashared network of 4,401 online ATMs covering all the major cities in Pakistan supports the delivery channels for customer service. As at december 31,2010, the Bank had equity of Rs.16.0 billion and total assests of Rs.314.7 billion with 885,764 banking customer serviced by 6442 employees. Askari Invesment Managment Limited are subsidaries of Askari Securities Limited are subsidaries of Askari Bank engaged in managing mutual funds and share brokage respectively.

Askari Bank is the only bank with its operational Head Office in twin cities of Rawalpindi & Islamabad, because Askari Bank Ltd is directly operated by Pak Army, which has relatively limited opportunities as compared to Karachi and Lahore. This created its own challenges and opportunities, and forced them to evolve an outward-looking strategy in terms of our market emphasis. As a result, they developed a geographically diversified assets base instead of a concentration and heavy reliance on business in major commercial centres of Karachi and Lahore, where most other banks have their operational Head Offices.

y OUR CUSTOMERS
Knowing our customers and their needs is the key to our business success. Our products and services are as diverse as our market segments. Our client relationship managers are well equipped and well trained to provide the most efficient and personalized service to the customers.
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OUR INVESTORS
We believe that the bottom line of any business is creating shareholder value. To gain their trust and confidence, we believe in providing our investors timely, regular and reliable information on our activities, structure, financial situation and performance.

OUR REGULATORS
We firmly believe in regulatory discipline and harmony of our corporate objectives with regulatory framework. Our business methodologies are designed to ensure compliance with the directives of all our regulators.

y OUR EMPLOYEES
We strongly believe that the interests of the Bank and the employees are inseparable. At Askari we try to create a we culture where there is mutual trust and respect for each other. We encourage ownership behaviour so that everyone feels responsible for the performance and reputation of the bank. We are committed to develop and enhance each employee to develop and enhance each employees skills and capabilities through extensive in-house and external training programs and job rotations. In order to ensure meritocracy, our appraisal system is purely performance based.

y OUR COMMUNITIES
We fully recognize our corporate social responsibility and our contributions to different area of social sector aimed to help improve the quality of life in our country.

PRODUCTS AND SERVICES

Kissan Evergreen Finance

Kissan Aabpashi Finance

Kissan Livestock Finance

Farm Mechanization Finance

Kissan Tractor Finance

BRANCH BANKING

Deposit Multiplier Account

Investment Certificates

Askari Mahana Bachat Account

Roshan Mustaqbil Deposit

Value Plus Deposit Account

Paishgi Munafa Account

Rupee Traveler Cheques

CONSUMER BANKING

Ask 4 Car

Visa Debit Card

Mortgage Finance

Personal Finance

Master Card

ISLAMIC BANKING

KISSAN EVER GREEN FI NANCE

Features Details

Product Type: Eligibility: Security: Profit Amount: Tenor: Mark-up:

Profit Earning Account Pakistani Resident (Individuals) Mortgaged charge on agri culture land through Zari Pass Book. Profit on credit balances will be paid on half yearly basis as declared by the bank on PLS savings accounts. Yearly Basis The mark-up is charged for the actual days the finance is utilized. 1. A special cheque book is issued to the farmer. 2. Automatic renewal upon adjustment of entire principal amount with mark -up once in a year. 3. The account is farmer friendly which benefits the farmers both ways. If the account is in credit, it earns profit, otherwise it provides instant finance, to the farmer for his agriculture needs.

Benefits:

KISSAN AABPASHI FINA NCE

Features Details

Product Type Eligibility:

To finance installation of Tube -Wells (electric, diesel and solar energy units) water management equipments and water channel development etc., Pakistani Resident (owner of farmers) 1. Help farmers to make optimum use of limited water resources. 2. To facilitate the farmer, to overcome the scarcity of water.

Benefits:

3. To develop mechanical water resources, sprinkler and drip system etc. 4. To avoid traditional / inefficient modes of irrigation and waste of available water. 5. To manage natural / available resources through water management practices.

Askari Deposit Multiplier Account Aim higher with the Askari Deposit Multiplier account. This account is especially designed for individual investors whose aim is to invest their funds for a longer term with higher returns. This Term Deposit has a 10 years tenure and offers a competitive rate of return paid on maturity. It is an ideal option for investors who wish to start saving for their future today. Mentioned Below are some of the Salient Features of the account:
DEPOSIT MULTIPLIER A CCOUNT
Features Details

Product Type: Eligibility:

Term Deposit Pakistani Resident (Individuals Only) Minimum Rs. 50,000/- & Maximum Up to Rs. 10,000,000/10 Years On Maturity Competitive Available at all Askari Bank branches Up to 90% of the principal amount.

Balance Requirement: Tenure: Profit payment: Profit Rates: Servicing: Financing Limits:

Investment Certificates Askari Bank's Investment Certificates not only provide the added security, investment and monthly return to the customers. These certificates are negotiable and can be transferred to third party. Investment Certificates can be issued for a period of 3 months and profit is payable on monthly basis through pre-printed tear-off coupons.
INVESTMENT CERTIFICA TES
Features Details

Facility:

Investment Certificates 1. Free issuance and free encashment 2. Account relationship with Askari Bank is not mandatory 3. No penalty on pre -mature encashment 4. Negotiable and payable in Pakistan in Pak rupees only 5. No purchasing limit

Important Features:

6. Valid until encashed 7. Encashable at all Askari Bank Branches 8. Profit is payable on monthly basis through pre-printed coupons 9. In case of loss / theft or damage, there is replacement / refund to the original purchaser 10. Encashment by third party 11. There is no penalty on pre -mature redemption, except that

ASK 4 CAR
Features Details

Product Type: New Vehicles: Mark-up: Down Payment: Charges: Insurance: Used Vehicles: Mark-up: Down Payment:

Financing for New & Used Vehicles

18% p.a for 3 Year, 19% p.a for 4 Year & 20% p.a for 5 Year Minimum 15% & Maximum 60% As Per "Schedule of Bank Charges" Built in Insurance

20% p.a for 3 Year, 21% p.a for 4 Year Minimum 30% & Maximum 60%

Charges: Insurance: Makes: Vehicle Age: Ownership Status:

As Per "Schedule of Bank Charges" Built in Insurance Suzuki, Honda, Toyota & Hyundai (Please note 800 CC used vehicles are not allowed) Year of manufacturing not older than 5 years at the time of loan Third Registration in the name of AKBL (Registration in the cities where Askari Branches are located) 1. Standard Finance Documents 2. Other Mandatory Documents:

Documentation:

3. 15 Report (Police Clearance Report) 4. Evaluation Report by approved surveyors 5. Fresh Vehicle ownership certificate from ETO prior to transfer in the name of AKBL 1. Completely filled signed Application 2. Clear Attested photocopy of CNIC of applicant & references 3. Attested Photograph 4. PTCL Bill or Utility bill relevant with the address mentioned on application. 5. Post dated cheques.

Standard Financing Documents

6. One Year bank statement. 7. Specimen Signature card verified by the bank. 8. Undertaking on signature if signature differs from CNIC. 9. Latest Salary slip. 10. Proof of business & other income. 11. NTN certificate (optional). 12. Bank letter for proprietorship.

13.Wealth statement required in case of financing of 1.5 M & above. 14. Partnership deed (if applicable). 15. Verified CNIC of the guarantor. 16. Guarantor Net worth Statement (optional).

HUMAN RESOURCE MANAGMENT OF ASKARI COMMERCIAL BANK

Askari Bank has a progressive and a dynamic human resource (HR) philosophy. The Bank believes in transforming its human capital into a key source of competitive advantage. The Bank believes that investment in human capital is critical for achieving and sustaining growth. Askari Bank is trying to achieve Business Level Competitive Strategy, which will help them in strengthening the businesss long-term competitive position in the market place. The Bank is using Human Resource as a strategic weapon, which will help them in achieving short term as well as long-term objectives. Human Resource Management of Askari Bank has three main departments, Recruitment and Selection HR Operations HR Planning & Development Division Performance Management. The head of the HR department is known as the Country Head HR who is presently Mr. Zahid Mehmood Chuhdary. The Human Resources Department is responsible for the administration and development of the human resources of the Bank and the coordination of human resources planning for all units in the Bank. Key areas where the HR policy has been established around are as follows:  Recruitment  Performance Management & Career Progression  Training & Development  Compensation & Benefits.

How bank operates? - Structure

1. Grading structure/staffing structure y Casual workers- they include cashiers, etc. They get daily wages. Then there are Contractual workers who get fixed pay/salary based employees. They get fixed salary for performing jobs that are low profile, project based jobs. Variable based The sales staffs get variable pay for marketing the banks products and get commission for it.
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Permanent Workers permanent workers have certain categories which are as following  Non-clerical staff- these includes Drivers, Peons etc

 Clerical staff- assistants, cashiers  Professional- OG III, OG II, OG I, Assistant Manager Grade, Manager Grade Executive grade- Assistant Vice President AVP, Vice President VP, SVP, EVP

Hierarchy of strategies/Aligning of HR strategy with Organization goals

Banks Corporate Structure Plan

Hr Strategic Plan Askari bank derives all its HR strategies from the Banks corporate structure plan. Recruitment needs are determined. Recruitment is projected at all levels including entry, middle and senior levels.
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Separation office staff Banking is intensively competitive. So Askari bank do faces the issue of turnover. Separation in Askari bank is by virtue of resignation, dismissal and termination. m Termination is on the basis of fraud and forgery. Dismissal- it is not based on fraud and forgery but on any other unethical values such as absenteeism etc. Demotion Penalization bases on fine etc.

All of these things create a need for recruitment of new employees. 

RECRUITMENT AND SELECTION Recruitment

Askari Bank Do Recruitment for three purposes:Bank is an institution so it includes:Existing Departments New Departments Re-organized Departments 1. Existing Departments- There employees vary depending upon the need of the business. 2. New Setups- When bank launches new products, new functions or it goes for segregation of new function that is they separate certain function from one department e.g. T&D was part of the HR department but now the bank has separated from HR department to form the new Training and Development department.

3. Reorganization- depending upon banks requirements certain structural changes are introduce which also requires employee changes. For example while centralizing, they reform some functions into head office from branches.

Recruitment for entry levels

1. Routine Hiring going on around the year. The usual process includes calling individuals for entry test then those candidates are shortlisted for interview and hence they are selected. The country head HR conducts the interviews. There are two types of employees that are hired for entry levels 1) Junior Officers- Junior Officers are hired according to the needs of different branches and departments. There work is non-managerial and clerical in nature. 2) Management Training Officers- MTOs are hired only once in a year, and they are selected for middle level executive posts.  For these candidates the job is advertised online and in newspapers. Job fairs are also conducted for this purpose in top universities round the country.  Criteria for such candidates is defined from year to year but a Masters degree with minimum 3.0 CGPA, clearance of varied test, initial interview, panel interview and then the third interview. A candidate to be successful has to pass through all these stages.  They are called fast trackers i.e. within three years their promotions are due. For the posts of AMG, VP, MG etc, which basically represent upper part of lower management.

Recruitment for Middle Management and Senior Management

1. For senior management employee referrals are taken. Because Networking is very strong among banking sector.  Only interviews are conducted for hiring senior management  Hiring authority is defined by the grade of hiring/requirement of job. 2. For hiring middle level managers the jobs are outsourced and advertised also.

SELECTION

Selection process involves first receiving application forms that are available online to be filled by the candidates. After that data is sift through to form and candidates that meet the criteria are called for an entry test. The test is conducted by the training academies in all the three rejoins. After clearing the test short listing is done to get the top qualifying candidates. And those candidates are then asked for an interview. Interview The Interview that is conducted for the qualifying candidates is panel interview. The panel includes the Country Head, Branch Head, Group Head and supervisor. The interviews are held at head offices or respective regional offices. Interviews are structured and interactive so that the panel can judge the areas of interest. The interviews conducted are both behavioural and situational. Realistic Job Preview is also given during the hiring process and that is to the promising candidates. After clearance of the interview a final job offer is made. Background Investigation Background investigation is carried on for all newly hired employees especially the MTOs. The background checks are carried through HEC and also from the designated universities for the verification of degrees. The Human Resource Department of Askari Bank conducts the Background investigation itself. JOB DESCRIPTION  Identified position- Job description is documented; which is governing part of the job.  The job design for ASKARI bank employees includes the job-designation and report system  The job-description includes the roles and responsibilities and accountabilities.  The Volume of job is defined i.e. Position.  Work load defines the position like an OG II can never be a branch manager  Job description form is used to define what a person is doing at present. It is narrative and covers broader spectrum  Goal setting form- Achieve high performance. It helps to set SMART goals. Goal setting form is agreed by the individual and the line manager. It is individual based.

JOB SPECIFICATION

 The job specification for ASKARI bank employees includes the minimum qualification, special training requirement and experience. It is mentioned for every type of job that is to be advertised especially the MTOs.

2.0 PERFORMANCE PLANING



At the begging of the year you will set goals what you will achieve.

ANNUAL PERFORMANCE FORM

   

It is an open system .MBO and competence based .Employees know about it. Salary increase. Promotion .Based on performance + last year performance + position based. Star performer ,at city level are also given promotions

NEWLY INTRODUCED
 Performance based bonus. One _time discernments PERFORMANCE MANAGEMENT EXCERCISE LEADS TO TWO THINGS 1. Poor performance _ staff that has not met any goals. Six months performance measure 2. Training gaps are identified _line manager links the training with job specification Performance cycle is annual evolution based system

PERFORMANCE MANAGEMENT SYSTEM

The performance Management system is MBO. It starts from the beginning of the year by setting SMART goals.
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Each employee has to fill in the goal setting form. The line manager guides the employee as in how to set smart goals. Whatever goal is set it is signed by the employee and it is maintained throughout the year by the branch. And then at the end of the year evaluation is done against it on a scale of 1-5. In the performance appraisal competencies are defined for each job. The performance appraisal contains nine sections. Which include: a) Personal Information -This is to be filled in by the job holder. This includes the employees name, job-position, qualification and number of trainings attended and their time period. b) Employment history- that is during the period under review is to be filled in by those employees who have been transferred from one location to another during the review period. They have to mention their transferring location, job title and name of the line manager.

c) Performance targets- this is the most important section in which the employee has to set certain objectives/targets. Actual performance is measured and rated against it. Then the targets are further classified as training and development, business development and special projects. The weight age to all three of them is 15%. Then section III is divided further for behavioural expectations. They also weight for 15% of the total targets. d) Performance rating for the period under review- this includes the grand total of the final performance rating for the year. e) Performance Improvement Areas-In this section the line manager indicates the performance improvement areas for the employee and also the future training need analysis and career development for the employee. f) Comments of Senior Reporting officer/second line manager- In this section the senior reporting officer recommends the rating score and provides full justification for changing score by more than 10% from the ones that have been provided by the line manager. g) Comments of next senior reporting officer/third line manager- In this section the next senior reporting officer recommends the rating score and provides full justification for changing score by more than 10% from the ones that have been provided by the line manager. h) Summary of overall performance- In this section the line managers and senior reporting officers overall ratings are compared and finalized. i) Comments of job holder- In this section the job holder has to state whether he agrees or not with the above ratings and provide the reason for not agreeing.

PROMOTION RECOMMENDATION FORM At Askari Bank promotions are performance based. An employees performance is continuously monitored and compared to set targets, for him to be recommended for the promotions. All the promotions and pay raises depends upon the promotion recommendation form. This is a confidential form and all the sections in it will be filled by the line managers in the light of job-holders personal records and annual performance review for the last two years proceeding the year of review. This form shall be filled after the above evaluation has been fully carried out and shown to the jobholder. It has following six sections: a) Career History and Performance Rating- in this section the beginning and ending dates of different tasks that the jobholder has handled for the last three years or since joining. Along with the extraordinary achievements including period of review.

b) Details of Training courses attended- this section lists the number of training courses attended by the job holder in the last three years. c) Promotion Recommendation and Justification by the 1 st line managerthis includes the present functional title/position of the job holder, number of staff reporting to the position and current volume of work being handled. d) Recommendation/Comments of senior reporting officer/ Second Line Manager- this includes the recommendation of promotion by the line manager and justification for it. e) Recommendation/ Comments of next Senior Reporting Officer/ Third Line manager- this includes the recommendation from the next reporting officer and justification for it. f) HRD this last section is only to be used by HRD only, who mentions the promotion to recommended position and maximum grade for the job and position and add their comments on it.

TRANING and Development

TNA is done at the beginning of the year in that Manager has to mention that the employee requires training in certain areas. Rating is finalized and the employees have to agree to the training needs. Training Academy schedules training for employees. These training academies are located at three major cities of Pakistan that is Karachi, Lahore and Islamabad. They conduct training Bank mandates at least three days training for the whole year as minimum requirement for all the employees of the bank.

TRAINING FOR DIFFERNT CATEGORIES OF EMPLOYEES

1) Junior Officers (JO), so their training needs are not as complex as of MTOs. After the selection JOs have to attend only a 2 weeks Theoretical Training Session. They get training only in the General Banking and Personality Development and not in Credit and Foreign Trade. No OJT is conducted for JOs. 2) Management Trainee Officers (MTO) Their training is complex as compared to JOs. They have a Theoretical Training Session of 2 3 months followed by On Job Training (OJT) for further one year. The theoretical training session is conducted by the Training Centre, where formal lectures and presentation techniques are adopted. Whereas, the OJT is conducted at the relevant branch and department. MTOs get training in all the areas of banking, i.e. General Banking, Credit, Foreign Trade and Personality Development. Management Trainee Program- this program is carried on for best candidates that are selected from top institutes. They are given special classroom training and on the job training.

That is conducted every two years. Training is conducted for core-banking areas. The candidates have clear career paths hence they are also given leadership training. 3) Experienced Hires: Experienced employees are those who have already worked in other banks at executive posts. Such employees do not need any formal training session; they are informally trained in their specific area. 4) Current Employees: ACBL offers more than 50 Refresher Courses in different aspects of banking, so that the training needs of current employees are fulfilled. TYPES OF TRAINING

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In house Training- is provided to lower level employees and managers. It is basically carried within the boundaries of organization or at the training academies. Ex-hose Training- Training agencies and consulting agencies that operate locally and internationally carry out training sessions for senior managers and branch heads. These training are conducted at certified universities in the form of short training courses and workshops. Trainings are also conducted for country heads outside the country at foreign trips where advance training is provided to them.

The trainings provided by ASKARI bank include: 1) Classroom training- The Training Wing of Askari Bank commonly uses it. JOs have 2 weeks session of classroom training. MTOs have 3 months session of classroom training, which covers all the three areas of banking. Followings are the parts of classroom training session.
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Business Games. Case Studies Topics. Written and Oral Assignments Role Plays

2) On the Job Training- It is the second most commonly used method of training in Askari Bank. Only MTOs have an OJT session. Job Rotation is the main ingredient of OJT. 3) Team Learning: Behaviour Modelling- Audio Visual Aids and Multimedia are used in the training sessions. Further, most of the training sessions are conducted in 5 Star hotels. 4) Degrees & Certifications- Other than full time degrees and certificates, Askari Bank has more than 50 Refresher Courses for current employees to enhance their skills. 5) Simulation Training- Simulation Training is provided to the MTOs so that they can get a preview of actual job activities. Lecturing and visits are both carried on.

Employee Development at ASKARI Bank Limited

On Job Degrees and Certifications: At Askari Bank every employee is given an opportunity to do extra degrees and certifications in his field or where he / she is lacking skills for example Executive MBA, Project Management etc. Askari Bank has also more than 50 refresher courses in different area of banking and management. Employees are fully supported at Askari bank to take these courses and degrees. Sabbaticals for Training: For refresher courses, which are usually not longer than 7 to 10 days, sabbaticals are given to the employees. This motivates the employees to take these courses whenever an opportunity is there. Assessment Centres: Leaderless group discussions are occasionally held at all branches and departments followed by conferences at meetings between employees and among executives and board of directors on regular basis, for the whole day, normally after the banking hours. During training sessions Role Plays are also given to employees, which help them to develop themselves. Employee Assistance Program: All employees at ACBL are given the opportunity to get themselves proper training in their desired areas, Employees do an informal counselling with their supervisors for improvement in their work and also in career development.

PURPOSE OF TRAINING Training is done to develop and promote TS (Technical Skills) and SS (Soft Skills)
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Technical skills- for example a driver should know how to drive according to prescribed traffic rules. Soft Skills- for example Vigilant, active, neatness and language understanding will be the soft skills for a driver. Future prospects of training- Operations to compliance transfer of a person. Train the Trainees- this concept exists for new technologies and they are usually conducted ex-house. That is outside the boundary of the organization.

COMPENSATION
Askari bank provides its employees with monetary and non monetary benefits for achieving certain performance targets.  Basic salary + House Rent Allowance is given (which is 45% of basic salary) for regular and contractual employees.  Medical allowance is provided for outdoor patients.

 Fuelling Allowance is provided for office and personal transport of employees from OG III and onwards in litres.  Gross salary is calculated as % of house rent + Utilities+ Medical+ Basic Salary  Then there is Annual component of salary which is called leave for assistance LFA. It is only provided for regular employees and includes one month salary.  End of service benefit- contribution fund of employee and employer (it is 8.33 % of Basic Salary) this allowance is given after confirmation of job, that is after the probation period ends and it is given each year.  Gradate- is another allowance that is given after completing three years on job to all the regular employees it includes basic pay and number of years= Ending basic. For example if person has served for 10 years hell get 10,000,00. Non Monetary Benefits Leaves
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Casual leaves = 10 days Privilege leaves= 20 days Medical leaves= 10 days (on declaring of medical certificate) LFA= 1 month All these leaves are paid leaves. And an employee must take 15 leaves once a year. 1. Paid leaves- maternity leaves for two months after the birth of the baby. Allotted to all female employees 2. Eddat leave granted on Islamic period to all the unfortunate widows. 3. Hajj leave- 25 days, once in every employee service. 4. Extraordinary leave- it is without pay for studying.
y Without pay leaves are allowed on certain circumstances. In case of termination you are not given in cash leaves. Otherwise the leaves which are in your LFA are in cashed, like youre paid for equivalent leaves (25 days that you didnt avail)

For leaving a job- term of employment, youll have to inform a certain time period before. In
case you are going for immediate resignation you wont be given in-cash leaves.

 Hospitalization it equals to three basic salaries of an employee. Its fixed amount; if

you havent availed amount in the current year. Your amount will be zeroed. For diseases like cancer, hepatitis an employee is paid 100%cash.  In case of dependant i.e. employees parents ( living with him and those who are not getting any medical benefit from anywhere else), spouse, son up to 21 years of age,

daughter (until she is married), sister and brothers ( if they are not married, and are studying, and are living with employee).

End of service scheme- your dependants are eligible. It depends on employees will.

Subsidized loan
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18% per annum Discounted loans are given to staff employees( only for regular employees) Personal loan- equivalent to three basic salaries Transport loan-equivalent to the fare of travel House Allocation Loan- Up to 100 basic salaries

Executives are given additional benefits:

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Car financing at zero mark up Certain executives mobile phones All executives are given residential telephone whose bills are paid by the bank Furniture and fixture allowance SVP and above are given club membership (for networking and creating social contacts)

EXIT INTERVIEWS

Exit Interviews are conducted. Any employee leaving the organization has to inform a certain period before to the supervisor that is three months before leaving the job. The supervisor or the line manger then conducts the exit interview and provides the employee with an exit form to be filled in. As Employment at-will is not entertained in Askari Bank so a Notice Period is enforced. Its sort of a contact between the employee and employer for leaving the job.

A person is not released from the job until the exit interview is given. And the line manager conducts it. For senior employees only the exit form is mandatory to be filled while the MTOs and Jos have to take the exit interview.

Corporate Objectives y y y y y y

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To achieve sustained growth and profitability in all areas of banking business . To build and sustain a high performance culture, with a continuous improvement focus. To develop a customer service oriented culture with special emphasis on customer care and convenience . To build an enabling environment, where employees are motivated to contribute to their full potential . To effectively manage and mitigate all kin ds of risks inherent in the banking business. To optimize use of technology to ensure cost effective operations, strengthen controls, efficient MIS, enhanced delivery capability and high service standards. To manage the banks portfolio of businesses to ach ieve strong and sustainable share holder returns and to continuously build share holder value. To deliver timely solutions that best meet the customers financial needs. To explore new avenues for growth and profitability.

Strategic planning y y y y y y

To comprehensively plan for the future to ensure sustained growth and profitability. To facilitate alignment of the vision, mission, corporate objectives with the corporate goals & objectives. To provide strategic initiatives and solutions for projects, produ cts, policies and procedures. To provide strategic solutions to strengthen weak areas and to counter threats to profits. To identify strategic initiatives and opportunities for profit. To create and leverage strategic assets and capabilities for competitiv e advantage.

Statement of ethics and Buisness Practices

Askari bank seeks to maintain high standards of service and ethics enabling it to be perceived as impartial, ethical and independent. In order to achieve these objectives, following principles of ethics and conduct are mandatory for all employees of the bank.
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Render, with integrity, a responsible and effective service of high quality which is accessible by all customers, present and prospective. Not abuse the authority that he or she has been assigne d as an employee of the bank, in dealings with customers and other employees. Act judiciously, fairly and impartially with all customers when exercising any discretion in the performance of duties. Exercise powers conferred on them in a responsible manner particularly by:o Performing all their duties impartially without favouring any customer and without regard to status, sex, race, political beliefs or aspirations. o Acting honestly, respectfully, transparently and in an accountable. o Treating all persons wit h equal consideration and objectivity. o Using any discretion vested in them judiciously, sensibly, impartially and reasonably. Refrain from divulging any information received in the course their work and duties unless the performance of duty or the needs of justice require otherwise. Refrain from making wrong declaration to the bank, other employees or customers. Resist and report any offers of bribes or other corruption eminating from any source. In their private life behave in a manner, which does not bring discredit to or impair the dignity or reputation of the bank. Seek to attain the highest possible standards of performance, inter personal relationships and exercise care for others in employment related activities.

Corporate culture

The bank recognises employees behaviour and interaction with others as a vital part of their duties. In order to achieve the desired level of performance and corporate objectives, reservation of congenial and professional working environment is encouraged. ABL seeks to c reate an environment where all persons are treated equally and with respect, where persons rights are respected and where efforts of staff are encouraged and their achievements are recognised.
Professionalism

Professionalism embraces the necessary skills, qualification and knowledge to undertake tasks in a competent manner. Bank employees are expected to carry out

their responsibilities in a professional manner at all times. They must conduct financial or other obligations in a prudent manner and should av oid situations that could reflect unfavourably on themselves, bank or its customers.
Customer relationship

Knowing the customers and their needs is the key to the business success. Fairness, truthfulness and transparency governs the customer relationship i n determining the transactional term, conditions, rights and obligations. Employees should seek to understand customers financial circumstances and need to be able to provide them with most suitable products and services. All employees must ensure that any advice given to a customer is honest and fairly expressed and restricted to only those or products where the bank has the relevant expertise and authority.
Maintaining Confidentiality

Bank employees have a duty to safeguard confidential information, whic h may come to their possession during their day to day work. Respect for the customers private affairs, merits the same care as does the protection of the banks own affairs or other interests. This duty of confidentiality involves not divulging informati on to their parties unless required by statuary authori ties-law.
Conflict of interest

Circumstances should be avoided in which personal interest conflicts, or may appear to conflict, with the interest of the bank or its customers. Any involvement in an outside activity or any external position held by an employee: -y y y

Must not give rise to any real or apparent conflict with a customers interest. Must not adversely reflect on the bank. Must not interfere with an employees job performance.

Customer due diligence (CDD)

CDD is the process to ensure that the bank is not used for any un -lawful transactions. This is achieved by obtaining sufficient information about the customers to reasonably satisfy as their reputation, standing and the nature of their business activities. For existing customers they must remain vigilant and aware of: y y y y

Activities not consistent with customers business. Unusual characteristics or activities. Attempts to avoid reporting or record keeping requirement. Unusual or erratic movement of funds.

Personal investments

Employees must ensure that no conflict of interest arises between personal transactions and corporate and customer responsibilities. Employees shall not, at any time, carry out:y

Short sales of marketable securities or currencies any other form of trading which is speculating in nature in their own account or for the account of their spouse or family members. Trading in shares, securities or currencies which involve improper use of unpublished price sensitive information for personal benefit.

Relations with regulators

Relations with regulators are one of the most important relations, which Askari bank maintains with the aim of developing mutual confidence and trust. All employees must comply in letter and spirit, with legal and regulatory requirements applicable to the activities in which the bank is involved.
Relationship with competitors

Except in situations where the bank is participating in a transaction with other banks, no employee shall have any agreement, understanding or arrangement with any competitor with respect to pricing of services, profit rates and or marketing policies, which may adversely affect the banks business.
Political activities

No employee of the bank shall contribute or lend money or items of any value to any of the political candidates or parties. This also includes using banks facilities, equipment, personnel etc for the purpose. However, they shall be free to participate in political process as concern individuals through means of voting. In case of an employee considering assuming any public office, prior specific information with all related reasons must be provided to the bank for approval.
Fraud, theft or illegal activities

Employees are expected to remain alert and vigilant with respect to frauds, thefts or illegal activities committed with in the bank premises.
Harassment at work place

Employees must avoid any behaviours that can be termed as harassment, offensive, threatening or disturbing to other employees.

Ex-Employee Feedback Form

Name of the Ex-Employee: ___________________________________________________________________________ _____________________ Last Grade: __________________ Last Designation: _________________ Department: __________________ Location/Branch: ___________________ _______ Duration of Service at Askari Bank: _____________________ Gross Salary at Askari Bank: ________________ Date Of Resignation: __________________________________ Name Of the Organization Joined: ______________________ Grade/Designation appointed: ___ _______________________ Gross Salary in new organization: _______________________ Personal Contacts: Tel/Cell No: _______________ Email Address: __________________

Please use the following ratings & encircle the appropriate choice. 1 Never 2 Sometimes 3 Neutral 4 Quite Often Always 5 Factors

1. Job tasks were related to my professional goals. 2. Provision of adequate, Integrity equipment/facilities to perform tasks. 3. Respect for employees demonstrated. Participation as a member of the team. 4. Opportunity available for career growth in Askari Bank. You feel is not actually a part of our current culture? (You may tick more than one box) 5. Among the Askari Bank core values, working relationships with your which one Fairness Team work Service immediate supervisor were: Cooperative/Friendly, Neutral Bureaucratic, Unfriendly /Hostile. 6. Working environment within your department was: Cooperative/friendly Neutral Bureaucratic Unfriendly/hostile 7. The factors are most rewarding aspects of working for Askari Bank. (You may tick more than one box) 8. Salary Job security Work environment/colleague attitude Growth opportunities Service rules & compensation/benefits Staff training & development. 9. My new job is a reward of my experience at Askari Bank. 10. Inappropriate/unattractive salary Work load Lack of growth opportunities unnecessary bureaucracy Work environment/colleague attitude. 11. The factors are de-motivating aspects of working for Askari Bank. (You may tick more than one box).

12. Your job could have been improved by? (You may tick more than one box) More training/development Increasing work variety More support/guidance More responsibility/work load Less responsibility/work load More Job Autonomy (less

supervision/more authority) Any Other (Please specify) _____________________________________________________________________ _____________________________________________________________________ ____________________________________________________________ 13. What were the reasons behind youre leaving Askari Bank as your employer? (You may tick more than one box) Dissatisfaction with Job (workload/content/responsibilities) Dissatisfaction with the Askari Bank Culture (Management style, personality conflicts) Dissatisfaction with the salary/better pay offer from other employer Family /health reasons Career change/return to education, training. Others (Please specify): _____________________________________________________________________ _____________________________________________________________________ ___________ _________________________________________________ 14. In your opinion, what does your new employer offer, which Askari Bank does not offer? (You may tick more than one box) Competitive salary Good Organizational Culture/congenial environment Career Growth/ Management support Job Autonomy (less supervision/more authority) Any other (Please specify): _____________________________________________________________________ _____________________________________________________________________ __________________________ ___________________________________________ _________________________________________________________ 15. . How would you rate your overall/general satisfaction with Askari Bank as your employer? (You may tick more than one box) Highly satisfied, Satisfied Dissatisfied, Highly dissatisfied Any other (Please specify) _____________________________________________________________________ _____________________________________________________________________ ___________________________________________________________ _ 16. Any suggestion for improvement in Askari Banks existing policy, culture & work environment: _____________________________________________________________________ _____________________________________________________________________ ______________________ _______________________________________________ _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________ _____________________________________________